Sunday, July 10, 2016

Recognition

"Recognition is a secret weapon that every leader really needs to use," said former CEO of Yum! Brands David Novak. He also said 80% of people feel they are not recognized by their supervisor for what they do, and 60% say they value recognition as much as money.

Recognition is not just a nice thing to do. It is also a communication tool to tell the people the actions and behavior you want to see.

Here are a few pointers.

Recognition should be immediate. On the spot.

It should be public in front of the peers.

Cash is not the effective recognition. It is temporary and intangible.
It should be something people will remember. For example:

All expenses paid 3 day and 2 night package for 2 in a resort. Two tickets to a soccer or a cricket match or a musical concert. Two movie tickets on the opening day for a new movie. Have a Wall of Fame and place the employee’s photo and name. Decorate his/her office/cubicle. Something along these lines.

If you are a manager, do you recognize your employees? If so, how?

If you are an employee, does your company have an “immediate” recognition program? If so, what kind of recognition?

23 comments:

Surprised about this topic SG. True; not every supervisor has got that in him/her to recognize that extra attribute. They either are not even aware that its to be recognized or just think "they are anyway paid for the job". I had a supervisor who was very critical of me but would not hesitate to recognize at times. One of the best manager Ive ever had. It was equally demanding to be working with him as well as rewarding.

Thanks for your comments Dee. You have a point. It should not be just for work related. However, this post is for work related recognition that should be public in front of peers. If I want to recognize my wife at home, it will be personal and private. And, vice versa.

Thanks for your comments Abel. Tim Armstrong is a class act. He is a great man. He fired you publicly in front of many people in an emotional reaction. He later apologized to you. Also, he wrote a memo to all his employees apologizing for his behavior. How many CEOs tender an apology in this day and age. It takes a great man to apologize publicly.

Just an email congratulating the staff of their contribution in a vital project will in itself be a great motivation. That email could be marked to the entire team. Sadly many managers don't even do that. But the same people don't hesitate to criticize subordinates in public.

Recognition is very important to make/encourage the employees to work harder with enthusiasm. We have to remember how we feel when somebody appreciates us...same way, we should not think twice before appreciating others.

SG.Couldn't agree more.I for one have always found it publicly.I have had a system of recognising the talent of the month and his picture put on the notice board with a small cash reward..It helps motivate the staff.